The effects of the structured, unstructured, and informal employment interview on personality judgment, integrity level judgment, and cue detection

The structured, unstructured, and informal employment interviews were under investigation. Two questions were asked: "which interview format results in more accurate personality and integrity level judgment?" and "which interview format results in higher levels of non-verbal behavioral cues detected by interviewers?" Sixty participants rated their own personality characteristics using the California Q-set, took an integrity test that was comparable to the Reid Report integrity survey, and then participated in either a structured unstructured, or informal mock employment interview. After the interview, the interviewer rated the applicant's personality and integrity and reported the cues detected during the interview. The results suggest the informal interview allows for more accurate personality judgment and higher levels of cue detection than the unstructured or structured interview, and the unstructured interview allows for more accurate personality judgment and higher levels of cue detection than the structured interview.